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1.
Yoram Neumann 《Research in higher education》1980,13(4):353-369
The present study attempts to broaden Neumann's (1979) original study, which included only universities with favorable labor relations, and to assess the role of organizational climate in predicting and explaining faculty attitudes toward collective bargaining at a college facing severe labor problems. The major findings of this study are the following. First, the perceived power structure is the dominant predictor of attitudes toward unionization at the university in a labor dispute. The magnitude of relationships between perceived power and collective bargaining attitudes is noticeably stronger at the university with unfavorable labor relations than at universities with favorable labor relations. Second, inequity is related to some aspects of collective bargaining and is not related to others. Third, perceived goals do not effect faculty attitudes toward unionization. The implications of these findings are discussed and elaborated. 相似文献
2.
Dr. Yoram Neumann 《Research in higher education》1979,10(2):123-138
This study examines the relationship between some facets of organizational climate in university departments and faculty attitudes toward various aspects of faculty unionization. The dimensions of organizational climate explored are: the perceived power structure, assessment of rewards, and perceived organizational goals. The major findings of this study are: (a) The perceived power structure is an important determinant of attitudes toward an egalitarian system, especially in the social sciences. Perceived individual power is negatively related to egalitarian attitude in the physical sciences whereas perceived faculty group power is negatively related to favorable attitudes toward collective bargaining in the social sciences. (b) Perceived emphasis on consulting activities is positively related to attitudes toward seniority-based aspects of collective bargaining in the physical sciences while perceived emphasis on personal factors is positively related to all aspects of attitude toward collective bargaining in the social sciences. (c) Inequity is positively related to attitudes toward unionization both in the physical and social sciences. The policy implications of these findings to faculty and university administration are discussed. 相似文献
3.
James R. Gress 《Research in higher education》1976,4(3):247-256
This exploratory study isolated factors useful for predicting faculty attitude toward collective bargaining (CB) in higher education. Research sought, first, to measure the strength of bivariate relationships between a CB attitude measure and other attitudinal and demographic variables and to investigate the nature of multivariate relationships between the former criterion and the latter predictors. Second, the underlying structure of the most useful predictor was examined. Results showed that measures of faculty perceptions of potential bargaining issues — including monetary issues, working conditions, participation in institutional decision-making and promotion and tenure policies — as well as individual faculty compensation were the most useful predictors of CB attitudes. Conclusions related these findings to alternatives for higher education faculty and administrators as well as for potential faculty organizers and bargaining agents. 相似文献
4.
The study examines the effect of alienation resulting from discrepancies between departmental goals and reward policies on faculty attitudes toward collective bargaining. Analysis of structural data derived from official records of a large, public university and of attitudinal data consisting of faculty responses to a survey, shows that alienation from reward systems has a significant independent influence on faculty attitudes towards collective action. The observed trends in militancy are interpreted in terms of institutional context and framework of unionization movement. 相似文献
5.
This study explored institutional governance in an Alabama public two-year community college and investigated the perceptions of faculty and administrators within this sector. To answer the research questions for this study, a quantitative cross-sectional survey utilizing inferential analysis of the collected data was employed. To analyze the perceptions of Alabama community college faculty members and administrators regarding their interactions in institutional governance, three quantitative research questions were used. The research questions were analyzed based upon participant responses from the survey instrument. Analysis of variance (ANOVA) was the statistical method used to determine if any significant differences in perception existed between faculty and administrators. The results of the study revealed that a significant difference existed between faculty and administrator perceptions with respect to institutional structure and shared governance, but no significant difference existed between faculty and administrators perceptions with respect to supervisory relationships. Considering the findings and conclusions of the present study, the researchers made recommendations related to institutional governance. 相似文献
6.
Robert Crow Laura Cruz Jill Ellern George Ford Hollye Moss Barbara Jo White 《Innovative Higher Education》2018,43(2):107-123
This article reports on an examination of the distinctive second-generation challenges and opportunities faced by an early institutional adopter of the Boyer model of scholarship. Following the first cohort of faculty to be reviewed for tenure and promotion based on these criteria, we report the results of a survey designed to determine the perceptions of faculty and administrators of the degree to which emerging forms of scholarship had been integrated into the university culture including factors such as institutional identity, support structures, and faculty participation. This case study sheds light on the process of adaptation at this single institution and provides glimpses of how cultural change might occur across higher education. 相似文献
7.
Regis G. Bernhardt 《Research in higher education》1977,7(1):79-95
Fordham University faculty members rejected collective bargaining in a National Labor Relations Board (NLRB) supervised election in the spring of 1975. The present study was conducted prior to the election. Relationships between faculty members' attitudes toward collective action and their perceptions of the quality of the organizational characteristics of the University were examined.The study was based on modern organization theory which contends that the needs of organizational participants must be satisfied and integrated with organizational goals to maximize output and to minimize the potential for dysfunctional behavior of the participants.The findings supported theory. Faculty members were less supportive of collective action when they perceived administrator-faculty and intrafaculty relationships, motivation processes, and communication processes to be at levels conducive to meeting their needs. 相似文献
8.
Katherine Bennett John Kraft Deborah Grubb 《Journal of Criminal Justice Education》2013,24(3):336-355
A number of states are currently reviewing legislation expanding handgun legislation, and studies examining the public's attitudes toward gun control legislation are abundant. This article examines attitudes of university faculty toward expanding the places where concealed handguns may be carried to include college campuses and churches. An opinion survey was administered to 287 faculty/administrators. Bivariate relationships are discussed, as well as three regression models examining the effects of six independent variables on support for current gun legislation, support for expanding concealed carry on college campuses, and support for expanding concealed carry in places of worship. Results showed that a substantial majority of faculty opposes such legislation, but support or opposition is significantly determined by political party and gun ownership. 相似文献
9.
Tomoyo Okuda 《高等教育研究与发展》2020,39(4):778-791
ABSTRACTOne of the institutional challenges of taking in large numbers of international graduate students is supporting their academic literacy skills. To accommodate a large population of international students, Japanese universities offer various services to support their academic studies and life-related issues, such as hiring international student advisors, offering Japanese language courses, and implementing peer-support programs. As a type of academic support for writing for international students, writing centers have caught the attention of universities in the last decade. To examine the institutional role of the writing center at a Japanese university, this study employs a language management lens to compare the beliefs and interests among administrators, tutors, and international students in improving international students’ Japanese writing. Interviews with the three groups of participants displayed incongruences between the administrators’ interests aligned with institutional goals, the educational philosophy of the writing center, and international students’ language learning needs. The findings point to the tutors' crucial role as language specialists who inform organized language management, and the necessity for collaboration between academic support units and faculty members in providing sufficient academic socialization environments for international students. 相似文献
10.
Gender role preferences for Ideal Woman and Ideal Man and perceptions of Most Women, Most Men, and Self were surveyed among women and men students, faculty, and administrators at a large state university. All groups preferred an androgynous Ideal Woman, but preferences for the Ideal Man were largely masculine sex-typed. All groups described sex-typed perceptions of Most Women and Most Men. Women's groups largely defined themselves as androgynous, while most men's groups saw themselves as masculine sex-typed. A general trend toward expression of higher levels of masculine gender was noted in university professionals when compared to student groups. 相似文献
11.
College and university faculty and administrators are responsible for constructing academic honesty policies and communicating them to students. This is often attempted through institutional honesty policies and university-wide honor codes. While these approaches have been widely researched, less attention has been given to the role of individual faculty members. That role is examined in this study by addressing student reactions to professors based on their academic honesty policies. In addition to demographic information, data were gathered about student attitudes and beliefs concerning academic dishonesty and their decision to enroll in or avoid a course being taught by a professor with zero tolerance for academic dishonesty. The findings regarding different instructors’ approaches toward academic dishonesty indicate that an intolerant policy will keep dishonest students away, but at a price—it will also detract many honest students. 相似文献
12.
Individuals' perceptions of the culture and climate of the organizations in which they work influence their motivation and individual performance. Using a theoretical model of institutional culture, organizational climate, and faculty motivation, this study examines how faculty and academic administrators differ in their perceptions; whether these differences in perceptions are affected by institutional type; and to what extent faculty and administrators have different implicit models of their institutions (i.e., see different organizational variables as predictors of faculty motivation and involvement). The goals of this investigation are to shed additional light on the relationship between institutional variables and faculty performance, to examine the existence of differing implicit models, and to provide new insights for administrators in managing their postsecondary institutions.The research reported in this paper is part of the Research Program on The Organizational Context for Teaching and Learning in the National Center for Research to Improve Postsecondary Teaching and Learning (NCRIPTAL). The research is supported by a grant from the Office of Educational Research and Improvement (OERI), U.S. Department of Education (ED), to the University of Michigan (grant number G008690010). The opinions expressed herein are those of the authors and do not necessarily reflect the position or policy of the OERI/ED or the Regents of The University of Michigan, and no official endorsement should be inferred. 相似文献
13.
The transition from university to a career in engineering is a challenging process. This study examined the perceptions of engineering graduates regarding the difficulties they encountered in their transition from the university to the workplace. Lebanese practising engineers (n=217), living around the world, were surveyed to identify their current employment situations and their attitudes toward their academic preparation. Factor analysis revealed three main challenges facing engineering graduates: communication; responsibility; self-confidence. Seventeen interviews were conducted to gather information on ways to facilitate this transition. Comments reflected the need for better collaboration between engineering schools and engineering firms. The results will provide insight for engineering colleges, faculty members and administrators into the challenges faced by graduates and their aspirations for a smoother transition into employment. 相似文献
14.
Yonghong Jade Xu 《Research in higher education》2008,49(1):40-61
This study investigated the importance of discipline variations in understanding faculty turnover behaviors. A representative
sample of university faculty in Research and Doctoral universities was obtained from a national database. Faculty members,
self-identified into a primary academic area, were grouped into eight discipline clusters according to an established framework.
Multiple regression models were constructed to examine within each cluster the relative importance of a list of factors that
have been identified to be related to faculty turnover. Cross-discipline comparisons of within-cluster variable prioritization
revealed substantial discipline variations with regard to the major factors that are critical to faculty turnover. The findings
produced evidence that discipline-specific information was indispensable to institutional administrators and policy makers
for effective faculty retention. 相似文献
15.
This study examines faculty perspectives on accreditation-driven institutional effectiveness activities in higher education and measures the impact of four predictor variables on faculty perceptions about the importance of institutional effectiveness activities. The findings suggest that three variables are critical to faculty support for institutional effectiveness activities: (i) institutional motivation for pursuing these activities; (ii) level of involvement or participation in institutional effectiveness activities; and (iii) definition of quality. The findings suggest some best practices that institutions can use to cultivate faculty support for institutional effectiveness initiatives. 相似文献
16.
Research capacity building has become a prominent theme in higher education institutions in China, as across the world. However, Chinese TEFL (Teaching English as a Foreign Language) academics’ research capacity has been quite limited. In order to build their research capacity, it is necessary to understand their perceptions about research. This case study focuses on TEFL academics in a Chinese research university with the purpose of describing their motivation to conduct research, the value they accorded to research and their views about the institutional research requirements. Six TEFL academics from the sample university were interviewed. The findings indicate that the Chinese TEFL academics’ research endeavour was driven by external and internal needs. Research was recognised as having a multi‐dimensional value, but various concerns were expressed about the institutional research requirements. The findings suggest several implications for institutional and departmental research administrators to further support TEFL academics’ research capacity building. 相似文献
17.
This study dealt with university faculty attitudes toward the validity of and varying uses for student evaluations of teaching. It was hypothesized that faculty attitudes toward the potential uses of student evaluations would be systematically related to a professor's a priori frame of reference regarding the validity of these instruments. On the basis of responses to selected questionnaire items, faculty were divided into those whose frame of reference (1) opposed the idea that student evaluations could be made valid, (2) supported the idea that existing evaluation forms were valid, and (3) were uncommitted regarding this validity question. A fourth group, administrators at the university, were also surveyed. Large and consistent differences among these groups were found on policy matters such as the use of student evaluations in tenure and promotion decisions, in providing information to students to help them choose courses, and on a variety of other issues. In each case the results supported the hypothesis.Authors' names are ordered randomly. 相似文献
18.
Faculty are the main asset of a university and determine its success. The attitudes of faculty toward their institution play an especially important role in the academic profession. This study examines the specific antecedents of affective, normative and continuance commitment of faculty to their university. This study is an online survey of 317 faculty of Russian higher education institutions. The results of the regression analysis showed that being an undergraduate inbred (i.e. working at the university from which one graduated) predicted affective and normative commitment toward the university, while having a post at another higher education institution predicted only affective commitment. Faculty who work at several universities have lower levels of emotional attachment to the primary university. 相似文献
19.
Patricia L. Hardré PhD 《Community College Journal of Research & Practice》2013,37(8):539-561
Community college faculty members often find themselves divided between what they want to do and what they can do. Knowing what motivates faculty to engage in professional development and scholarly productive activities provides critical information for administrators. The present study explored the motivational characteristics of community college faculty and the contextual factors that support or thwart their engagement and productivity. It focused on three key professional activities: (a) basic or applied research, (b) classroom action/teaching research, and (c) faculty professional development. Findings indicate that community college faculty are motivated for all three activities primarily by intrinsic and value-related factors rather than by extrinsic or contextual factors. Further, faculty members present somewhat different motivational profiles for the three work activities. Their motivations also demonstrate responsiveness to workplace characteristics as faculty perceive and interpret them. These findings provide implications to help college administrators make policy decisions to support the work of faculty and align with institutional mission and goals. 相似文献
20.
Linda S. Fazio 《Assessment & Evaluation in Higher Education》1985,10(2):147-157
This paper describes and analysies the use of a delphi research methodology to assess faculty perceptions of institutional needs and goals in an osteopathic medical education program. Use of the delphi to educate faculty in the administrative and political functioning of the institution as well as to involve all faculty in the refinement of specific needs and goals is discussed. Full‐time clinical and basic science faculty of the New Jersey School of Osteopathic Medicine provided an example of the varied uses of the delphi research methodology in higher education and specifically in profesiional higher education. The three rounds of the delphi procedure produced faculty consensus on the following institutional variable items: (a) the philosophical and functional orientation of the curriculum; (b) location and design of the physical campus facilities and environment; (c) faculty issues of tenure, promotion, salary and merit; (d) teaching, and the evaluation of teaching; (e) student characteristics and admissions policies; and (f) administrative structure and communication networks. 相似文献